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THE EFFECTS OF CHANGE MANAGEMENT IN AN ORGANISATION

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PETER SSENTUME

Change has become a constant phenomenon which must be managed properly for an organization to survive. Knowledge and awareness about many of the critical issues involved in the management of such change is often lacking. This study sought to find out the effects of change management in National University of Rwanda. It was guided by the following specific objectives: to analyze the effect of change management on organization culture at National University of Rwanda; to determine the effect of change management on Organization structure at National University of Rwanda; and to investigate the effect of change management on leadership at National University of Rwanda. This study used a descriptive case study approach. A purposive sample of 57 senior staff members directly involved in managing organizational change participated. Data collection was based on secondary and primary sources. The data collected from questionnaires and secondary sources was summarized according to the study themes; being change management and its effects on organizational structure, culture and leadership. Quantitative data was analyzed using descriptive statistics like mean, mode, median and frequencies. Results were presented inform of charts and tables for quantitative data and in prose for qualitative data. This study found that there are changes in the management of faculties. There are also changes in the requirements and performance of the staff, where administrative staffs are now to have at least a bachelor's degree in relation to the positions they occupy. Previously, there were no such restrictions and conditions to occupy such slots. The University Administration has introduced the idea of performance contracting; where employees are required to set targets from which they are evaluated. Module system was introduced to replace classical way of teaching. These changes were found to affect the organization human resources in terms of downsizing, outsourcing and recruiting more staff to fill some new posts. Technological changes in terms of enhanced internet bandwidth in the university have considerably had a significant impact on the operations of the university both in Academic and administration.

Kang Sovannara

Change is an ever-present and essential part of life, and the university a constantly evolving organization. While this can make it a dynamic and vibrant place to work, change can present challenges for individuals and groups, and needs to be expertly managed if we are to realize the benefits of making changes at any scale. The management challenge facing contemporary universities refers to the multiple roles assumed by universities and the extraordinary increase in the number of subject fields, heightening in turn the complexity of the university environment. The main objective of this paper is to examine the evolutionary changes and challenges facing with the National University of Management, discussion and recommendation will be presented in the study. Questionnaires along with interviews with deans, departments, faculties, staff and students were conducted in this study. The success of change for the university included improving physical infrastructure, upgrading technology, developing curriculum, building capacity of human resources, improving research activities and publication, improving work conditions, and redefining internal rules and policy. Current management of the university, however, still criticized by some faculty staff and students as well as public clients on the improvement of quality, the implementation of vision and strategy, insufficient communication, lack of commitment and empowerment, do not clear the roles and responsibilities to implementation of change and lack of control mechanism. To overcome the change challenges, some recommendation was proposed for successful implementation of the changes for the university.

Multi-Knowledge Electronic Comprehensive Journal For Education

mohammed alshahrani

The purpose of this case study was to explore the impact of the organization change on employee behavior and performance in the College of Business at King Khalid University. Organizational change is the process in which firms renews itself continuously by redefining their dynamic capacity and their strategic position for optimizing their performance in a perfect situation as well in reaction to development in its external and internal environment. The study participants included employee that worked in the business school that ranged from supervisors to subordinates. The study design was a case study approach that used semi-structured in-depth interviews conducted via Skype with six employees in who gave their comments and perception towards organization change in the university. The inquiry identified three themes from the content thematic coding system, which include perception towards change, leadership support during the change process, and communication of the change process. The employees expressed both positive and negative emotions towards change in the organization. Employees appreciate the provision of sufficient and proper communication as well as leadership support during the change process. Finally, the results showed that respondents were concerned a lot of their status because of the change process and they felt dissatisfied with the organizational change process it was compromised. The study only focused on single college within the university, the findings may not be a true representative of the college, and the result may have been influenced by other organization factors at large. The study recommends it essential for initiators to change to consider the need of employees in to attain successful and effective organizational change. Finally, the study concludes that the perception of changes, leadership support, and communication of the organizational change process as well as the professional identity (status) of employees influence the change process.

This study investigated the effects change management on the performance of employees in relation to technological changes, organizational leadership, structure and culture. The study adopted a case study research design. The target population was 403 employees. A sample size of 121 employees was selected using simple random sampling technique. Primary data was collected using questionnaires and interview schedules. Analysis was done using descriptive statistics and presented using graphs and tables. The study found that structural changes and organizational leadership influenced university employees’ performance positively. The study further revealed that technological changes have a great impact on employees’ performance due to the rapid technological changes that the world is rapidly adjusting that eases employee’s work load and to increase efficiency and effectiveness at work place. A strong organizational culture creates synergy and momentum that encourages teamwork and enhance...

Durley Tatiana Mazo Quintero

Journal of Business and Social Review in Emerging Economies

Andina Eka Mandasari

Purpose: The purpose of this study is to determine what factors are most contributing greatly to the change of college organizations that originally private university into the public university, the latent variable used is organizational change. Methodology: The survey was conducted to 128 lecturers at several new public universities located on Java island by using questionnaires as the main data collection tool. The statistical tool used is Confirmatory Factor Analysis (CFA) to confirm the constructs of latent variables. Findings: Structure, culture, and resources owned by an organization will be an important factor in shaping institutional change of higher education institution when transformed from private to public. The resource becomes one of the constructs that have the greatest role in the organizational change of higher education institutions. Research limitations/implications: This study is limited to the proving of organizational change in the higher education institutio...

Jurnal Ilmu Pendidikan

Farmakoterapi Uki

Due to the rapid change of social, political and economic aspects in the national, regional and global context, universities must emphasize more the quality and the ability to adapt to the change. This paper discusses how UKI was imposed to the change through the process of developing and implementing of strategic planning and the changes that were instigated directly or indirectly. The dialogues among the faculty members apparently give a mutual benefit for all stakeholders to have a shared-vision and shared-mission.

Emmanuel Josiah

Many Organizations that have implemented change have failed due to the numerous challenges attached to the change management process. The challenges ranges from poor leadership style to the incoherent change management process. Therefore, the motivation of this study amongst others is to determine the impact technological changes have on the performance of employees at the Ernest Bai Koroma University of Management and Technology. Therefore, the study attempted to answer three research questions one of which is; what are the impacts change in technology has on employees’ performance at the Ernest Bai Koroma University of Science and Technology? To answer the research questions, the study used both primary and secondary data and employed descriptive statistics in the analysis of the socio-demographic data collected with the use of well-structured questionnaire administered in a semi-structured interview setting at the Ernest Bai Koroma University of Science and Technology. However, one of the major findings of this study is that, the existing information technology systems in response to student’s demands have great impact on employees’ performance in the achievement of the university’s goals. Consequently, one of the policy recommendations of this study is that the academic staff of the university should be trained to understand the emerging technologies in the university and appreciate the need to stay up-to-date with them. Keyword: Change management, Technologies, Performance, Leadership, Innovation

European Journal of Business and Management

Collins Gaunya

Yared Mulat

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Global environmental change in the Anthropocene: challenges for terrestrial biodiversity and sustainability

The biosphere is experiencing an unprecedented loss of all life forms as a result of anthropogenic climate and land-use change. Biodiversity conservation and climate change mitigation are now non-negotiable, strategic, and socially imperative investments. This thesis presents a series of studies combining extensive environmental and socio-economic datasets to address questions about the dynamic biophysical, geopolitical, and social contexts of implementing these imperatives. Interrogating datasets within these contexts allow quantification of pressures on biodiversity and can inform conservation policy and actions. First, using the projected velocity of future climate and land-use change, I map areas where species need to track climate conditions by shifting distributions rapidly and the degree of land-use instability they may encounter—a vast majority of which overlap areas of conservation importance (global protected areas and Earth’s remaining wilderness). Specifically, I show that the biodiversity contained within more than one-quarter (~27%) of the world’s protected areas (PAs)— ~7% of which are under restrictive management—may experience high rates of both climate and land-use change by 2050. PAs located in high conservation value regions of moist biomes and that are within less-restrictive management categories are most exposed. Moreover, locations within wilderness most vulnerable to high rates of both of these stressors are those of enormous uniqueness for biodiversity conservation that are least protected. Furthermore, ii more than half (53%) of the global wilderness areas may undergo climate shifts by 2050, undermining their capacity to shelter species from climate change impacts and successful biodiversity conservation outcomes. The magnitude of the effect of climate and land-use changes differed between the alternative scenarios and showed considerable biogeographic heterogeneity, requiring a mix of actions at local, national, and transnational scales. Notably, I find that using mixed actions as part of nations’ internationally determined contributions to climate change mitigation (including increasing protection, managing outside reserves areas, and restoration actions needed to enhance species adaptation) are constrained by environmental and socioeconomic factors such as development aid, food insecurity, and population growth. Worryingly, the positive role of development aid on mitigation attenuated for poorly-governed regions with food insecurity. Overall, I show that, in addition to global emission reduction efforts, more local land-use change actions are required to enhance biodiversity conservation. Findings can inform countries seeking to implement nationally determined contributions to carefully consider food security safeguards and adopt sustainable restoration and afforestation efforts. They also elucidate a need for stronger coordination among local-level and international bodies in developing effective tools for addressing biodiversity loss and climate change.

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Understanding the importance of symptom recognition in self-management of heart failure

Seckin, Muzeyyen (2024) Understanding the importance of symptom recognition in self-management of heart failure. PhD thesis, University of Glasgow.

Background: Heart failure is a clinical syndrome characterised by key symptoms that can be distressing to the affected individual and those caring them. These symptoms are associated with poor quality of life and a high rate of repeated hospital admission in people with heart failure. Thus, the rapid detection and management of symptoms linked to heart failure is important for people and their families. Current evidence related to heart failure is dominated by those of young age, a reduced ejection fraction, and male sex. To support more inclusive and equal symptom assessment and management in heart failure for the entire population, studies that include individuals with all forms of heart failure are essential.

Aim: This thesis investigated the full spectrum of symptoms and associated factors in people living with and dying from all forms of heart failure. Methods: A sequential, multiple studies design including three studies was adopted, underpinned by critical realism and the Situation-Specific Theory of Heart Failure Self-care. Study 1 was a mixed-methods systematic review and narrative synthesis of existing literature to explore the full spectrum of symptoms experienced by people living with heart failure, and to compare these to those outlined within the European Society of Cardiology (ESC) Guidelines for the management of the syndrome. Study 2 was a secondary analysis of data derived from a randomised control trial of disease management conducted in Australia that included people of varying ages. The analysis investigated sex-stratified differences in symptoms and symptoms change over one year across the full range of heart failure subtypes. Study 3 was a descriptive qualitative study exploring the full spectrum of symptoms, and heart failure-associated breathlessness in the Turkish socio-cultural-behavioural context.

Results: Study 1 indicated that people with heart failure experienced many symptoms, and these symptoms can be very diverse and affected by multiple factors. As well as typical and less typical symptoms identified from the current European Society of Cardiology Guidelines, 37 other symptoms were identified. This includes a dry mouth, numbness in hands/feed, feeling drowsy, difficulty sleeping, and feeling anxious/nervous. Age (younger versus older) and setting (hospital versus community) were associated with various European Society of Cardiology Guidelines’ symptoms. There was a paucity of data on women’s symptoms in the current literature. Study 2: Sex-stratified differences were detected in the secondary analysis of the symptomatic status of the trial cohort at baseline and at one-year follow-up. Different factors were associated with worsening symptom trajectory on a sex-specific basis; for men, this included a history of hypertension and non-English-speaking background; and for women, a history of coronary artery disease and presenting with acute pulmonary oedema. Women with heart failure with preserved ejection fraction had worse symptomatic profiles over one year than women with reduced or mildly reduced ejection fraction. Study 3: Among 20 Turkish individuals with self-reported heart failure, 31 physical and 7 psycho-socio-behavioural symptoms were reported. Based on a reflexive thematic analysis of semi-structured interviews, knowledge and awareness of heart failure and breathlessness were poor among Turkish individuals. The socio-cultural-behavioural context affected their breathlessness and self-management strategies. They expressed a need for adequate education, psychological support, and long-term management strategies.

Conclusion and Implications: This PhD found a more diverse range of symptoms among the heart failure population than have previously been described. Symptoms such as difficulty sleeping, drowsiness, dry mouth, and feelings of anxiety and nervousness—though less typical—require attention to improve their management in heart failure. Additionally, socio-demographic and clinical profiles affect individual experiences of different symptoms. In routine clinical practice, identification of this more diverse range of symptoms can be achieved by applying a more individualised person-centred symptom assessment protocol. Consequently, health care providers can then support self-management strategies to enable appropriate person-centred symptom assessment.

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Summary of Master Thesis: Change Management in remote SMEs - success factors and options for action in theory and practice for managing change through growth

• September 2020
• Thesis for: MBA (Master of Business Administration)
• Advisor: MBA Thorsten Keisi, B.Sc. Nima Poorbiazar

• Steinbeis Hochschule Berlin

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